Aspects concerning the management of personnel

Relevance and related risks

The relevant topics related to personnel management, in relation to Snam's activities, are as follows:

• Developing and protecting human capital: Snam is constantly committed to developing the competences and potential of its people, encouraging professional growth and attraction and retention policies for talent, promoting the transfer of know-how and experience. Strengthening the technical, managerial and organisational skills of employees, including through training and the activation of systematic listening systems for employees, is therefore essential. Snam is also firmly convinced of the importance of conciliating life and work in its personnel and this is why it has developed numerous welfare initiatives offering support to its employees.
• Diversity and equal opportunities: protecting its employees, optimising merits and diversities means, for Snam, actively promoting the creation of an inclusive, effective workplace.

The topic of employment is important to Snam but has not been revealed as material by the analysis performed, in view of the fact that the Company operates in countries that have a well-defined legislative system governing worker protection.

In relation to the relevant issues, the most significant risks, managed by the competent corporate departments, are limited to situations of potential conflict and the risk of litigation, normally present in the management of labour relations.

A more extensive description of the main risks generated or suffered by Snam in relation to the management of persons is shown in the chapter on Risk factors and uncertainty of the Integrated Report on operations, under Employees and staff in key roles (within the Operational risks).

Policies, commitments and management model

Snam guarantees all workers the right to express their thoughts freely, to join associations and to engage in trade union activities. Dialogue with the trade unions⁵⁷ is framed and regulated by the current Protocol for Industrial Relations, signed in 2013.

Through the Sustainable Development Policy, Snam pledges to:

• develop its own system of professional and managerial skills;
• attract and retain qualified resources;
• ensure the involvement of staff to participate actively in the improvement processes;
• adopt work practices based on equal opportunities.

With particular regard to the commitment to ensure gender diversity⁵⁸, this has been strengthened with the addition of Snam to Valore D, the association of companies that promotes diversity, talent and female leadership for the growth of companies and the country.

The actions and initiatives for the implementation of these policies are reported in detail in the Report on Integrated Management:

• for aspects of performance and quality of employment, the paragraphs “Summary data and information - Personnel trend” and “Development of human capital” give general data on employment trends in terms of staff income and expenses, geographical distribution and type of contract;
• for aspects of human capital development, the paragraph “Development of human capital” shows the corporate actions to increase the development of its employees, such as performance assessment systems and training initiatives;
• for industrial relations, the paragraph “Summary data and information - Industrial relations” gives details on the meetings with the representatives of the trade unions and the content of the issues discussed;
• for aspects of gender diversity, the paragraph “Development of human capital” shows the Company's actions to promote equal opportunities and some data concerning female employment.

The information on diversity applied in relation to the composition of the administrative, management and control bodies pursuant to Article 10 of the Decree, can be found in the “Description of Snam’s diversity policy” of the 2018 Corporate governance and ownership structure report.

Performance Indicators

The following are representative indicators of the results of the management of social and personnel-related aspects, with indication of the reference GRI standard. Please note that, as a change in 2018 and 2017 values, there has been a significant increase in the hours of training delivered to employees and a greater number of total exits (189 of whom 99 for Isopensione), in any case balanced out by a higher rate of new employees. The Company’s managerial team, comprising executives and managers, numbers 587 people, of whom 18% are women (a rise of 2 percentage points on 2017 and 4 percentage points on 2016).